Monday, September 26, 2011

Job: Human Resources Assistant

This new opportunity will be ideal to those who are looking for opportunities in Human Resources. Particularly with an individual whose experiences were relatively extensive with HRB and ADP Systems. This position has an extensive interaction with Benefits Administration and HR Support Role.

Anyone who may be looking to change for an environment, someone who will be laid-off soon, or for someone who has been looking for that opportunity in the past few weeks or months. You can surely submit your Resume for consideration. This position may be your passport to an employment at a great organization.

Position : HR Assistant
Code : JNTC-JM-01-110926
Reports To : HR Director
Location : San Jose, CA

The Opportunity:
JNT Consulting is seeking an experienced HR Assistant, with high-energy, passionate, analytical with great experiences in HRB System and ADP Payroll. Our client is focused exclusively on highest quality of products and services in the industry.

This opportunity is a Contract / Temporary position.

Job Description:
This position will be responsible of the following;
  • Recruiting
  • New Hires
  • New Hire Orientation
  • Benefits
  • Terminations
  • PTO (Personal Time Off)
  • Payroll
  • HR Support

To apply, please visit our Career Webpage and follow the instructions.

Tuesday, September 13, 2011

The Phenomenal Evolution about Global Competencies and Leadership

In the 21st Century, the evolving globalization has been constantly become an interest of many particularly those with an international mindset regardless of industry and business focus.

Professionals across the globe are competing in expanding their knowledge, skills and competencies. Organizations for learning are scrambling in developing curricula that are focused in global skills. This is because it was viewed as phenomenal opportunities to make money and at the same time there is an assumption of limited individuals who can demonstrate relevant global competencies. Businesses with operations between two countries or more are struggling in coping up with the expectations of local hosts and increasing their capabilities to adapt into the global world. Many are short of competencies to be adequately comfortable of operating within the auspices of another culture.

What exactly are the so called Global Competencies?
These are the required demonstrable "puzzle of capabilities" of professionals in order for them to work effectively in an environment that constitute strategic actions, knowledge, and experiences within cross-culturally-based, multi-country-operations, multi-strategic mindset, multi-discipline experiences, multilingualism and multi-environment hands-on exposures . One must demonstrate Psycho-eco-socio-linguistic experiences.
(c)2011 JNT Consulting

Global Competitiveness:
In another article, JNTC Articles illustrated many of the missing competencies of professionals in order to be readily employable in a global environment. Being analytical, demonstrable critical thinking, communicating through feedback, active listening, facilitating and problem solving are essential behavioral attributes. It is the hands-on experiences that will make an individual become effective. Experiential Learning, Relational Partnerships and Collaboration and Evidence-based are great strategic philosophical approaches.

Discussions about Global Skills and Competencies:
Juntee Terrenal, MA, GMS shared his perspectives at a LinkedIn discussion board regarding this topic.

"The most important competency that one must have in order to be successful in the global market is the demonstration of integrated philosophical approach in business acumen, global cultural depth, human capital and resources management. When one understands and able to illustrate the strategic results of them all, then one has become a Global Leader. It is not only a demonstration of a theoretical knowledge but results and experiences, ROIs and pragmatism are not to be missed." (TerrenalJ, 2011)

Professionals who possess adequate knowledge, experiences and acumen that are relevant in the global world are doing great across continents. Organizations that need their competencies are queuing to offer them the opportunities. Experienced professionals with Global Competencies identified above will screen every employer that will call them for a job. Recruiters who will be calling these professionals will be scrutinized with questions. Professionals will make their research about the backgrounds of the corporations and organizations, their business practices and cultural sensitivities. Experienced individuals prefer to engage with organizations that can demonstrate to them the latter trait. Because of their experiences they will not settle to those businesses that will exploit their competencies just for the sake of ‘revenue greed' instead they prefer to work for those that know how to treat people as human beings, pursue and value their creative intellect and interactive professionals who will think of appropriate actions that will propel better opportunities of growth.

Current Business Realities in Human Capital & Resources Management:
There are many organizations that are operating internationally across two or more countries. Each one touts that they are global and that their operational scope is global. This is characterized by the international locations of their operational functions or subsidiary. When you look at their global competencies as an organization, they end up within a narrow description that "their various specific operations or subsidiary are located in different countries".

Their Human Capital and Resources Management Model is not globally oriented, instead they are still focused on the Traditional Internal Tactical Staffing Model within the country. Unfortunately, majority of organizations today practice this. There are very few 'real global organizations' that are truly globally oriented in regards to their Human Capital and Resources Management Model.

In order to become current to the globalized world, embrace the Strategic and Collaborative Human Capital and Resources Management Model. This will provide a global movement and influx of employees located across international locations to be freely working or doing business in any locations regardless of borders. What that means is the ability to employ or hire anyone from different countries who may qualify to do the function that you will need for your business. Your focus in this model is the quality of people who will do the job regardless of location. See the description above about Global Competencies and Competitiveness.

Challenges and Risks:
Yes, there are many challenges in regards to managing these people and resources. There are risks associated in each operational location. However, being strategically knowledgeable and experienced is the answer to those challenges and risks. That means you need to employ people who has the experiences and competencies. One has to adapt to the many and complex staffing and human capital nuances that exist in many international countries. In order to execute the responsibilities with success, please revisit above information on Global Competencies and Competitiveness.

There are more risks when hiring individuals whose mindset was trained in an 'assembly line mentality and technique'. These types of people are mono-directional and will constantly struggle to execute strategic methodologies within multi-complex-based environments. They will hinder progress and advancement.

Lacks of resources are concerns that cause inability to achieve global competencies in schools and communities. (Source: Educational Leadership,

Shortage of Competencies:
While globalization was seen as an opportunity. It is a fact that there is a shortage of professionals with adequate knowledge and experiences who can maneuver strategic actions in globally oriented environments. There is a growing awareness and urgent development of competencies of professionals internationally. Many organizations are holding webinars; provide intensive courses, certifications, assessment inventories, and many other tools believed to be useful in circumventing the current shortage as well as misconceptions phenomena on globalization and leadership competencies.

Mr. Juntee Terrenal, participates in the development of globally interested professionals whose intent will be a part of the globalized world. He provides mentoring and coaching development to members of the Society of Human Resources Management, who are looking to increase their competencies in Global Strategic Management of People, Resources and Organization.

An example of a specialized industry leader like the Worldwide ERC, has been preparing its members with Global Competencies since 2004. Professionals with Global Mobility Specialist Designation (GMS) are adequately ready to perform jobs across the globe. Their experiences with internationally operating organizations and people from across the globe were beyond the abilities of an individual who does not relate to an internationally operating function. Besides the mentioned organizations, there are others who are advocating development and training for those who has the needs.

Important facets that are attributable to success are; relational understanding of cultures which play an essential role when operating across borders. Global Leadership is an art of strategically leading people and utilizes their individual competencies to the fullest interdependently in order to support and achieve the organizational business goals.

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Friday, September 2, 2011

2011 Labor Day Spirit Revitalizes People and the Community

The Long weekend for the Labor Day Holiday is fast approaching. We wish everyone with fun filled and relaxing moments with friends and family.

(c)2011 JNTConsulting

Revisiting How Labor Day Came About:
"In the late 1800s, at the height of the Industrial Revolution in the United States, the average American worked 12-hour days and seven-day weeks in order to eke out a basic living. Despite restrictions in some states, children as young as 5 or 6 toiled in mills, factories and mines across the country, earning a fraction of their adult counterparts’ wages. People of all ages, particularly the very poor and recent immigrants, often faced extremely unsafe working conditions, with insufficient access to fresh air, sanitary facilities and breaks."

"In the late 18th century, American labor unions grew more prominent and vocal. They began organizing strikes and rallies to protest poor conditions and compel employers to renegotiate hours and pay. Many of these events turned violent during this period, including the infamous Haymarket Riot of 1886, in which several Chicago policemen and workers were killed. On September 5, 1882, 10,000 workers took unpaid time off to march from City Hall to Union Square in New York City, holding the first Labor Day parade in U.S. history. The idea of a “workingmen’s holiday,” celebrated on the first Monday in September, caught on in other industrial centers across the country, and many states passed legislation recognizing it.

In Tuesday, September 5, 1882, the Central Labor Union of New York initiated the first observance of the Labor Day. In 1894, it became a Federal Holiday. All U.S. states, the District of Columbia, and the territories have made it a statutory holiday. (source:

In 1884 the first Monday in September was selected as the holiday, as originally proposed, and the Central Labor Union urged similar organizations in other cities to follow the example of New York and celebrate a "workingmen's holiday" on that date. The idea spread with the growth of labor organizations, and in 1885 Labor Day was celebrated in many industrial centers of the country. (Source: US [Note: It appears that the date reflected at the DOL website does not coincide with dates given at Wikipedia and History websites.]

Observed on the first Monday in September, Labor Day pays tribute to the contributions and achievements of American workers. It was created by the labor movement in the late 19th century and became a federal holiday in 1894. Labor Day also symbolizes the end of summer for many Americans. (source:

(c)2011 JNTConsulting

Pattern of Traditional Practices:
Since the beginning of the Labor Day celebrations, many practices became a tradition in celebrating the holiday across the United States.
  • Labor Day Parade
  • Speeches by prominent men and women with emphasis on economic and civil significance of the holiday
  • Picnics, barbecues, fireworks displays, water sports, and public art events.
  • In high society, considered the last day of the year when it is fashionable for women to wear white
  • Many U.S. sports begin their activities like the NFL, college football seasons and others
  • Most school districts will resume school near this day while some have already started for about 3 weeks
  • Modern families travel for their Summer vacations across the globe
  • Current US Presidents issue traditional and or relevant economic speeches for the whole workforce
During the 21st Century, we celebrate Labor Day as a Federal Public Holiday. A form of celebratory event to break our daily routine in going to work wherever it may be.

However, the 2011 Labor Day in particular many Americans celebrate in a different ways, many were displaced from work because of the impact of recession. Many are struggling to find work. Many Corporate Americas continue to retrench their workforce as an effect of their slow economic growth. Many corporations however gained significant profits during these period yet they are laying-off workforce to save expenses so that they can make their investors happier with more profits.

The US economy has been facing a difficult period. Unemployment today is at 9+ percent and millions of Americans like to earn a decent living and but cannot get a job. Millions are living so poor (source:The Bay Citizen) and many cannot make both ends of their wages meet. America is at the verge of a third world economy (source: Jon Stewart). What can President Obama do?

If you look back on the historical time lines of how this Labor Day became a Public Holiday. There is a parallelism of facts in economic conditions, workers struggles and corporate communism-slavery practices in the 1800s compared to the current 21st Century. Indeed, history is a record that dramatizes evidence of facts.

The US President Barack Obama will present his Post Labor Day Speech at a Joint US Congress, on the 8th of September 2011. The Americans has been waiting for so long for a jolting change that will transcribe economic advancement among middle class Americans and not the 'rich' like the fellows of the Republicans in the Congress. Mr. President must demonstrate tangible and actionable plans that will flow down to the lowest government sectors in the cities and communities.

Politicking is not the game that Mr. Obama must play. He needs to demonstrate to all Americans that he has the strengths and leadership abilities in making a difference to the lives of the middle class. His advocacies during his Presidential campaigns have been over powered with the noisy politicking and fighting with the Republicans. It is time to demonstrate 'presidential abilities and competencies' and work for the benefit of the American people as a Nation.

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